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Equality & Diversity

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on 9 April 2015

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Transcript of Equality & Diversity

Equality & Diversity
Learning Objectives
Increase your knowledge and understanding of equality and diversity.
Increase your awareness of the Equality Act 2010 and reasonable adjustments.
Explore and differentiate between the 9 protected characteristics.
Learn how to address barriers that those with protected characteristics face.
Be aware of your responsibility in relation to equality law.
Task
What is your understanding of the following words?
Equality
Diversity
Prejudice
Discrimination
Harassment
What are the 9 Protected Characteristics?
Protected Characteristics
Conclusion
What thing are you going to change or take forward?
(DOH)
Equality
Equality is about creating a fairer society where everyone can be involved and has the opportunity to fulfill their potential.

Equality Act 2010
The Equality Act covers and protects people from discrimination on the basis of 'reasonable adjustments'
What are 'Reasonable Adjustments'
Basically any adjustments to ensure that a disabled person is not at a disadvantage in comparison to other persons.

The adjustments are made on the basis of what is reasonable as follows:

how effective the adjustment would be.
how practicable it is.
The financial state of the organisation.
The availability of financial and/or other assistance in making the adjustment.
The size of the organisation.


Age
Race – this includes ethnic or national origins, colour and nationality
Religion or Belief
Sex (Gender)
Sexual Orientation
Disability
Gender Reassignment
Marriage and Civil Partnerships
Pregnancy and Maternity

AGE
It refers to a person belonging to a particular age.
Marriage and Civil Partnerships
Marriage is defined as a 'union' between a man and a woman. Same-sex couples can have their relationships legally recognised as 'civil partnerships'. Civil partners must be treated the same as married couples.

Pregnancy and Maternity
Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context.

Disability
A person has a disability if he or she has a physical or mental impairment which has a substantial and
long-term adverse effect on that person's ability to carry out normal day-to-day activities.

Race
It refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.

Sexual Orientation
refers to the general attraction a person feels towards people of one sex or another (or both). People can be attracted to the same sex, the opposite sex or both sexes.

Gender Reassignment
This describes the process of transitioning from one gender to another.

Religion, Faith or Belief
Belief includes religious and philosophical beliefs including a lack of belief (e.g. Atheism).
Generally, a belief should affect your life choices or the way you live for it to be included in the definition.

Sex
Women and men, including those who are transgender. They have the right not to be discriminated against at work because of their sex.

A key area of focus is equal pay.

What is Diversity?
Literally means difference. When it is used as a contrast or in addition to equality, it is about recognising individual as well as group differences, treating people as individuals, and placing positive value on diversity in the community and in the workforce.

It is about creating a culture and practices that recognise, respect, value and harness difference for the benefit of the organisation and individuals.

What is Prejudice?

Making a pre-judgment about something before experiencing it or fully examining it.


What are the roots of Prejudice
Upbringing or influences

What is Discrimination?
Treating a group or person less favouribly than you would treat another person or group based on their protected characteristics
What are the various forms of discrimination?
Direct
Indirect
Perceptive
Associative
Victimisation

Harassment

Discrimination arising from disability
Direct discrimination is treating one individual less favourably than another because they belong to a particular protected characteristic group.

EXAMPLE
'Not accepting a service user because of their religious belief'.
Can occur when you have a condition, rule, policy or practice that applies to everyone, but which particularly disadvantages people who share a protected characteristic. Indirect discrimination can be justified if you can show that your actions were a proportionate means of achieving a legitimate aim.


EXAMPLE
The gateway project decide to enforce a rule at the drop in - no hats or head gear.
Why is this indirect discrimination?
A person is victimised if they are punished or treated unfairly because they have made a complaint, are believed to have made a complaint, or have supported someone who has made a complaint.

EXAMPLE
A service user supports another persons complaint about a member of staff. Later the staff member says that the organisation can no longer support them.
You cannot be treated worse because someone incorrectly thinks you have a protected characteristic.

EXAMPLE
On a visit to the male service users house, the housing support worker asks, "Where is your boyfriend?"
Why could this be Perceptive discrimination?
Harassment, in general terms is unwanted conduct affecting the dignity of men and women in the workplace. It may be related to age, sex, race, disability, religion, sexual orientation, nationality or any personal characteristic of the individual, and may be persistent or an isolated incident. The key is that the actions or comments are viewed as demeaning and unacceptable to the recipient.

EXAMPLE
2 members of staff standing in reception say something inappropriately to a service user then start laughing.
An organisation must not treat you worse than someone else because you are associated with a person who has a protected characteristic.

EXAMPLE
A member of staff stops a service user attending a social group because their friend is transgender
If you are a disabled person, you must not be treat unfavourably because of something connected to your disability.

EXAMPLE
The organisation runs a lunch club and has a ‘no dogs’ rule. The organisation refuses a disabled service user because of their guide dog.
Positive Action
What is your understanding of Positive Action?
It may be possible for a voluntary or community sector organisation to target its services at people with a particular protected characteristic through positive action.

EXAMPLE
The organisation pays travel expenses to all those with physical disabilities.
Patient Profiling
What do you understand by patient profiling?
Cultural Competencies
Understanding your clients/communities diverse cultures including their values, traditions, history and institutions is integral to eliminating health care disparities and providing high quality client care.

EXAMPLE
A black Afro-Caribbean client does not access a service because the organisation does not employ somebody of ethnic minority or currently engages with black Afro- Carribean clients.
Activity

Please complete the cultural competence self-test
Activity

In groups using flip chart paper, write down what you can do to ensure you meet equality and diversity?
Sexual Orientation
Tips for creating an LGBT inclusive environment:

Have something LGBT related visible in common areas such as the pink paper.
Support and validate a persons feelings about their sexual orientation
Guarantee confidentiality
Challenge discrimination and homophobia
Ensure policies represent the inclusion of sexual orientation
Provide open and positive LGBT role models such as staff.
Try and represent LGBT on steering groups
Ethnicity
BME communities are known to be under-represented in service provision and volunteering. Tips for inclusion include:

Employ staff and volunteers from BME communities
Ensure material is representative of BME communities.
Involve BME groups in planning and on steering groups
Don't stereotype
Staff training
Carry out targeted campaigns
Faith Groups
Faith groups have few external links. A lack of understanding of faith groups by staff can lead to prejudice.
Tips for addressing the barriers:

Faith groups should be encouraged to hold interfaith events such as faith awareness days.
Volunteering projects should be encouraged to offer volunteering opportunities through different faith groups.
Faith choices should be respected.
Addressing Barriers
Communication
EXAMPLE
A service provider may provide services over the telephone as a main activity. Or it may have a telephone service as part of its service. When a service provider offers telephone information as part of its service, it must not unlawfully discriminate against, harass or victimise people because of a protected characteristic in:

what is said to the person during a call, and
the way the service is provided.

When a service provider offers services over the telephone, it must make reasonable
adjustments for disabled people who would otherwise face a barrier to accessing the
service.

How would you overcome this?

A call center makes sure that it has a textphone to accept calls from people
with a hearing impairment, as well as allowing calls to be made through a
third-party interpreter.
A community organisation offers ‘live chat’ with its helpline via the internet.
Literature
Ensure literature states that hard to reach groups are welcome
Ensure literature can be understood by all and contains various images representing hard to reach groups
Ensure literature is available in other formats
Language exercise
Which words are appropriate and not appropriate?
Your Responsibility
Useful Organisations
TEST
As a volunteer or student
If the volunteer or student is acting on behalf of the organisation it means that if they break equality law by unlawfully discriminating against a client then both them and the organisation could be held legally responsible.


As an organisation
A service provider is legally responsible for acts of discrimination, harassment and victimisation carried out by its workers in the course of their employment. The service provider is also legally responsible for the acts of their 'agent'.


The organisation will not be held responsible if they can show that:

they took all reasonable steps to prevent a worker employed by them acting unlawfully.
OR
an agent acted outside the scope of their authority
As an employee
A worker or agent may be personally responsible for their own acts of discrimination, harassment or victimisation carried out during their employment or while acting with their principal’s authority.

This applies when the service provider shows that:
they took all reasonable steps to prevent their worker discriminating against, harassing or victimising you, or

their agent acted outside the scope of their authority.

EXCEPT
A worker or agent will not be responsible if their employer
or principal has told them that there is nothing wrong with what they are doing and the worker or agent reasonably believes this to be true.
Equality and Human Rights Commission - 0845 604 6610 - www.equalityhumanrights.com
Advice UK - 020 7469 5700 - www.adviceuk.org.uk
Citizens Advice - 020 7833 2181 - www.citizensadvice.org.uk
Directgov - www.direct.gov.uk
Government Equalities Office - 0303 444 0000 - www.equalities.gov.uk
Age UK - 0800 169 6565 - www.ageuk.org.uk
Carers UK - 020 7378 4999 - www.carersuk.org
Mind - 0845 766 0163 - www.mind.org.uk
Patrik Knowles
It is the profiling of services based on the individuals or the community in which the service serves.

EXAMPLE
If a great percentage of the community smokes rather than drinks alcohol why provide AA clinics?
Conformity
Vulnerability
Power
Ignorance
Telephone
Full transcript